New employees often feel apprehensive about demonstrating competence and being accepted by others. New employees lack the knowledge of how things "get done" within the organization, as well as its traditions, rituals, taboos, and unwritten standards of conduct. Successful induction programs aim to facilitate adjustment and acceptance, and to assist the employee in becoming a self-motivated, self-directed professional pursuing quality outcomes.

Some organizations establish peer coaching or mentor programs that assist new employees in gaining confidence, taking initiative, and becoming valued additions to the organization. Induction programs assess employee needs, concerns, and expectations, and focus on providing information about the organization. Induction facilitates personal and professional adjustment within the organization.

Short-range goals for induction programs should be achieved within a four- to six-week time frame. The first two weeks of induction are critical, as perceptions are formed early. Creating positive first impressions and providing personalized helpful information and assistance help to foster the existing enthusiasm and the desire to succeed. Induction programs vary, but generally begin with a one to two day orientation session.